The purpose of this study was to develop theoretical insight on the concepts of trust and diversity climate and to empirically test for any possible relationships between these two concepts within a tertiary institution. For the purpose of this study trust was defined as the willingness of a party to be vulnerable to the actions of another party based on the expectation that the other will perform a particular action important to the trustor, irrespective of the ability to monitor or control that other party. Diversity climate was defined as the employees‟ perceptions of the policies and practices that communicate the extent to which fostering diversity and eliminating discrimination is a priority in the organisation. The study took on a quantitative approach and the questionnaire used in the study was a combination of three previously validated instruments. Trust was measured through a combination of the organizational trust inventory and the behavioural trust inventory. The dimensions used to measure trust, included, propensity towards trust, ability, benevolence, integrity, trust, reliance based trust and disclosure based trust. The diversity climate was measured through a diversity climate assessment instrument that consisted of nine items. The results indicate that the employees agree that the organization is committed towards diversity management and eliminating discrimination. A correlation analysis between the dimensions of trust and diversity climate revealed that all of the trust dimensions, except for the propensity towards trust have some sort of relationship with diversity climate. The results further indicated that the group of employees that only have an education up to Matric/Grade 12 indicated a higher propensity towards trust than compared to the group that has either a diploma or a post graduate degree. Propensity towards trust and disclosure based trust dimensions revealed the only noticeable differences between the Black and White groups. There was no practical significance within the diversity climate construct for the gender, education, ethnic, employment status or level of employment groups and this should be regarded as a positive result for the institution. / MBA, North-West University, Potchefstroom Campus, 2015

The purpose of this study was to develop theoretical insight on the concepts of trust and diversity climate and to empirically test for any possible relationships between these two concepts within a tertiary institution. For the purpose of this study trust was defined as the willingness of a party to be vulnerable to the actions of another party based on the expectation that the other will perform a particular action important to the trustor, irrespective of the ability to monitor or control that other party. Diversity climate was defined as the employees‟ perceptions of the policies and practices that communicate the extent to which fostering diversity and eliminating discrimination is a priority in the organisation. The study took on a quantitative approach and the questionnaire used in the study was a combination of three previously validated instruments. Trust was measured through a combination of the organizational trust inventory and the behavioural trust inventory. The dimensions used to measure trust, included, propensity towards trust, ability, benevolence, integrity, trust, reliance based trust and disclosure based trust. The diversity climate was measured through a diversity climate assessment instrument that consisted of nine items. The results indicate that the employees agree that the organization is committed towards diversity management and eliminating discrimination. A correlation analysis between the dimensions of trust and diversity climate revealed that all of the trust dimensions, except for the propensity towards trust have some sort of relationship with diversity climate. The results further indicated that the group of employees that only have an education up to Matric/Grade 12 indicated a higher propensity towards trust than compared to the group that has either a diploma or a post graduate degree. Propensity towards trust and disclosure based trust dimensions revealed the only noticeable differences between the Black and White groups. There was no practical significance within the diversity climate construct for the gender, education, ethnic, employment status or level of employment groups and this should be regarded as a positive result for the institution. / MBA, North-West University, Potchefstroom Campus, 2015

Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: This research study report takes place in a business setting, namely the new system implementation for consignment distributors supplied by the Epping branch of Afrox. Various signs of problems within the management of this project were observed, and this has led to research into those factors that may be obstructing proper project management at Epping, Afrox. The aim of the study is to gain understanding of these factors and to provide recommendations to the decision-makers in the organization. The author draws on a stream of research in order to identify those factors that in theory inhibit proper project management. Fourteen factors were identified, namely, business strategy; performance management system; communication; continuous improvement; customer focus; leadership; monitoring, control and measurement; motivation; organizational behaviour; risks; resources; skills; specifications and teamwork. These factors form the basis for the development of a structured questionnaire, and responses were received from a sample of employees in various departments at the Epping branch. The numeric data from the responses was analyzed through the descriptive statistical technique of describing the population proportion. The findings from the empirical study reveal that none of the factors identified and tested to be statically significant in obstructing proper project management. The overwhelming success of engineering projects and other information technology projects may have influenced the results. However, pressures may exist in the project management areas of performance management, continuous improvement, organizational behaviour and skills, as these factors received the least favourable responses from the sample group. It is concluded that opportunities exist, based on this primary research study, for further and more in-depth research. Recommendations are made to repeat the study by delimiting the population to only those employees assigned to and stakeholders affected by the consignment distributor new system roll out. Alternatively, a recommendation is made to conduct further research into those areas that may be under pressure in project management by means of personal interviews or through a second empirical survey focused on performance management, continuous improvement, organizational behaviour and skills. / AFRIKAANSE OPSOMMING: Hierdie studieverslag het betrekking op ’n sake-omgewing, te wete die nuwe stelselimplementering vir vragverspreiders soos verskaf deur Afrox se Epping-tak. Daar is talle tekens waargeneem van probleme met die bestuur van hierdie projek, wat gelei het tot ’n ondersoek na die faktore wat behoorlike projekbestuur by Afrox se Epping-tak moontlik kniehalter. Die doel van die navorsing is om hierdie faktore te ondersoek en om voorstelle vir oplossings te doen aan die besluitnemers binne die organisasie. Die outeur maak gebruik van ’n stroom navorsing ter identifisering van daardie faktore wat behoorlike projekbestuur teoreties inhibeer. Veertien faktore is geïdentifiseer, te wete: sakestrategie; prestasiebestuurstelsel; kommunikasie; voortdurende vordering; klantefokus; leierskap; monitering, beheer en meting; motivering; organisatoriese gedrag; risiko’s; hulpbronne; vaardighede; spesifikasies; en spanwerk. Hierdie faktore vorm die basis van die ontwikkeling van ’n gestruktureerde vraelys, en antwoorde is verkry van ’n toetsgroep van werknemers in verskeie afdelings by die Epping-tak. Die numeriese data van die response is ontleed met behulp van die deskriptiewe statistiese tegniek van beskrywing van die toetsbevolking. Die bevindings van die empiriese studie toon dat geeneen van die geïdentifiseerde en getoetste faktore statisties betekenisvol is in die belemmering van behoorlike projekbestuur nie. Die oorweldigende sukses van ingenieursprojekte en ander inligtingstegnologieprojekte kon dalk die uitslae beïnvloed het. Nietemin, daar mag dalk drukpunte bestaan in die projekbestuursareas van prestasiebestuur, voortdurende vordering, organisatoriese gedrag en vaardighede – siende dat hierdie faktore die mins gunstige respons by die toetsgroep ontlok het. Die gevolgtrekking, gebaseer op hierdie inleidende navorsingstudie, is dat daar geleentheid bestaan vir verdere en meer deurtastende navorsing. Dit is aan te bevele dat die studie herhaal word deur die toetsbevolking te beperk tot slegs daardie werknemers en belanghouers wat deur die nuwe vragverspreidingstelsel se inwerkingstelling geraak word. As alternatief word die voorstel gedoen dat verdere navorsing oor daardie areas van projekbestuur wat moontlik druk ervaar deur middel van persoonlike onderhoude gedoen word, of deur ’n tweede empiriese opname wat gefokus is op prestasiebestuur, voortdurende vordering, organisatoriese gedrag en vaardighede.

A research dissertation submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, Johannesburg, in fulfilment of the requirements of the degree of Master of Commerce (Business Sciences/ Management). Johannesburg South Africa March 2016 / Corporate Social Performance is both a prominent notion that the business world views as strategic and a well-known concept in academia that has been assessed in relation to different constructs. Several scholars have suggested the relationship between corporate social performance and its capability to attract numerous superior job applicants at the organisational level, yet, there is no corresponding evidence at the individual level of analysis. Thus, based on suggestions from the social identity theory and the signaling theory, this study hypothesized that job seekers’ perception of Carroll’s (1979) four dimensions of corporate social performance of an organisation are positively related to the organisation’s attractiveness as an employer and aimed to assess these relationships. Carroll’s (1979) four dimensions of corporate social performance consist of an organisation’s economic, legal, ethical and philanthropic responsibility. This study was quantitative in nature; therefore, the data for this study was collected through the use of previously developed questionnaires that had obtained high Cronbach’s alpha values thus confirming their reliability. Survey results were collected from a sample of 216 final year undergraduate and honours students who were selected via probability sampling technique. These results indicated that job seekers are more likely to pursue jobs from socially responsible organisations; with economic responsibility having the greatest impact on organisational attractiveness. Two Statistical packages, namely, the statistical package of the social sciences and Amos were used to test the conceptual model and to arrive at these findings. The implications of the empirical findings for researchers and South African organisations as well as the study’s contributions to practice and theory are discussed. Just like most studies, this study had several limitations such as the size of the sample and time, just to mention a few, which led to recommendations that future research could take into consideration. / MT2017

A thesis submitted to the Faculty of Business Administration, University of the Witwatersrand, Johannesburg, in fulfilment of the requirements for the degree of Doctor of Philosophy. Johannesburg, 1992. / The primary purpose of this research was to determine if South African industrial companies have structured themselves appropriately to be able to deal with the increasing environmental uncertainty [Abbreviated Abstract. Open document to view full version] / GR2017

A research project submitted in partial fulfilment of the requirements for the degree of MA by coursework and Research Report in the field of Industrial Psychology in the Faculty of Humanities, University of the Witwatersrand, Johannesburg July 2017 / Workplace bullying is an unfortunate occurrence within organisations and has become a prevalent area of interest. However, research on workplace bullying and specifically its effect on work engagement within a South African context is rare. Additionally, research on the relationship between workplace bullying and personality traits is limited to the Big Five personality traits. This research thus broadened its range from the Big Five personality traits and focused on neuroticism, assertiveness, optimism, pessimism and hardiness. The research further assessed the moderating effect of personality on the relationship between workplace bullying and work engagement. The sample consisted of 200 white collar employees over the age of 18 that was obtained using a volunteer, snowball sampling method. The responses were obtained using survey methodology, which led to the cross-sectional nature of the study. Analyses of results were completed using a Pearson’s product moment correlation analysis and a moderated multiple regression analysis. The results from the Pearson’s product moment correlation mainly supported the hypotheses, however there were findings that countered the hypotheses, mainly assertiveness as this proved to be the most unexpected finding. The results from the moderated multiple regression showed that only neuroticism and pessimism moderated the relationship between workplace bullying and work engagement as opposed to assertiveness, optimism and hardiness that did not. The findings of this research thus contribute to the limited body of South African research investigating different personality types moderating the relationship between workplace bullying and work engagement. / XL2018

This experimental study aimed to investigate intuitive and analytic decision making approach when assessing job applicants during employee selection process, and feedback related to employee selection process. Theories used in the study to explain intuition are the dual process model and the recognition model. The population was recruiters and non-recruiters. A sample of 169 participants were included. Recruiters’ and non-recruiters’ were randomly assigned into two conditions: use of intuition or analytic thinking as assessment strategy when assessing eight real job applicants. A comparison between their decision making approaches was made. Based on previous research, three hypotheses were obtained and tested. The first hypothesis was that intuitive decision making approach, in combination of experience of employee selections, will enhance assessments of the job applicants. The second hypothesis was that there is a positive relationship between feedback related to employee selection and accuracy in assessing job applicants. The third hypothesis was that there is a positive relationship between participants’ guessed cognitive ability test scores of the job applicants, with employability of the job applicants. The last hypothesis was supported, there was a significant and strong positive relationship between the two variables for all eight job applicants. Significant and non-significant results, methodological influences and theories accounted for are discussed.

M. Tech. (Business Administration, Faculty of Management Sciences), Vaal University of Technology / Organisations need employees who are willing to go beyond the requirements of the job to contribute to the organisation’s effectiveness. An evolving trend in the organisational behaviour literature indicates that job satisfaction (JS) and organisational commitment (OC) are attitudes that have a major impact on organisational outcomes such as productivity, job performance, turnover intentions and organisational citizenship behaviour (OCB). Although the relationship between the aforementioned constructs is considered important, there is a paucity of research about the relationship between these constructs in the context of the water utility company. The primary objective of this study was to investigate the impact of organisational commitment and job satisfaction on organisational citizenship behaviour at the water utility company in Gauteng. A quantitative research approach and a survey-based descriptive research method were used to achieve the primary objective. A structured questionnaire was issued to 400 randomly sampled respondents. Furthermore, means and factor analysis were performed to determine the level of job satisfaction, organisational commitment and organisational citizenship behaviour of employees and to establish the underlying factors of the constructs respectively. Additionally, a correlation analysis was conducted to establish the strength and direction of the relationship between the factors. Finally, a regression analysis was performed to confirm the predictive relationship between factors. The findings of this study showed a positive correlation between affective commitment, indebted obligation and moral imperative; JS and OCB; and no predictive relationship was observed between continuance commitment and OCB. Based on the findings, it was recommended that JS should be improved through mechanisms such as job-fit, job enrichment and career advancement. Furthermore, performance-related pay and mentorship programmes should be introduced to improve employees’ organisational commitment. Finally, recognition should be given to employees to encourage them to maintain their willingness to display citizenship behaviours.

This thesis is based around five studies examining the psychology of interpersonal communication applied to organizational settings. The studies are designed to examine the question of how the way that people in positions of power in organizations communicate with subordinates, affects various measures of health, well-being and productivity. It is impossible to study modern organisational communication without recognising the importance of electronic communication. The use of e-mail and other forms of text messaging is now ubiquitous in all areas of communication. The studies in this thesis include the use of e-mail as a medium of communication and examine some of the potential effects of electronic versus face-to-face and verbal communication. The findings of the studies support the basic hypothesis that: it is not what is said that matters but how it is said. The results showed that an unsupportive, formal, authoritarian style of verbal or written communication is likely to have a negative effect on health, well-being and productivity compared with a supportive, informal and egalitarian style. There are also indications that the effects of damaging communications may not be confined to the initial recipient of the message. Organizational communication does not take place in a vacuum. Any negative consequences are likely to be transmitted by the recipient, either back to the sender or on to other colleagues with implications for the wider organisational climate. These findings are based on communications that would not necessarily be immediately recognised as obviously offensive or bullying, or even uncivil. The effects of these relatively mild but unsupportive communications may have implications for the selection and training of managers. In the final section of the thesis there is a discussion of how examples of various electronically recorded messages might be used as training material.

There have been a limited number of studies carried out on employee workplace identity. There have been many studies carried out on organizational change; however, they have been carried out mostly from an instrumentalist perspective where the topic of organizational change has been treated in isolation from other aspects of organization. The question of how a relationship exists between employee workplace identity and organizational change has been left unanswered. This thesis applies narrative theory as a conceptual bridge across identity and change. By considering how employees derive a sense of workplace identity from the workplace narratives, and organizational change as the destruction of existing workplace narratives and adoption of new workplace narratives, it is possible to gain new understandings of these concepts. A theory is developed which explains how narrative theory creates a relationship between identity and change. This new theory is further developed to explain how narrative theory creates a relationship between organizational identity, culture, leadership, conflict, and change. The new extended theory is applied to a narrative presentation of empirical data, which offers a powerful explanatory lens for understanding the relationship between these chosen aspects of organization.